A123 HUMAN RESOURCE MANAGEMENT

GROUP 1 “It is prevalent by Nature”

PREVALENT -generally or widely accepted, practiced/favored: WIDESPREAD

-Being in ascendancy: DOMINANT

HRM is prevalent by Nature

- This means that HRM is present and performed in all operational and functional areas of
management within and organization on a continuous basis. It is not an “on-off” function that is
performed only when needed.

Natures of HRM

1. It is pervasive in nature as it is present in all Enterprises.

2. It tries to help employees develop their potential fully.
3. It encourages employees to give their best to the organization.
4. It tries to put people on assigned jobs in order to produce good results.
5. It helps an organization meet its goals in the future by providing for competent and well-
motivated employees.
6. It tries to build and maintain cordial relations between people working at various levels in the
organization.

Group 2 “It is a dynamic”

Human resource management, HRM, is the department of a business organization that looks after the
hiring, management and firing of staff. HRM focuses on the function of people within the business,
ensuring best work practices are in place at all times.

Dynamic-(It is process/system) characterized by constant change, activity/ progress.

Dynamic-HRM runs in the present scenario i.e., it cares of the present going conditions. It observes the
trends in the environment & utilizes the various advancements (through knowledge, technology and
inputs from psychology, sociology, economics etc.) in its operations.

Dynamic function – It means HRM is a dynamic function whereby the procedures and practices are
influenced by the environmental factors. Employees should gain an updated knowledge and ability to
work in the changing environment.

Dynamic process- Human resource management is a dynamic process; not a static process. A dynamic
process is one in which changes are incorporated according to requirements. A static process does not
need any change; once it is set, it goes on working. Since human resource management is a dynamic
process, human resource management practices must be changed according to contextual variables
which keep on changing.
GROUP 3 “It is individually-oriented”
Individually-oriented

Being individually- oriented means helping EACH EMPLOYEES to develop their skills and get their best
potential. Under HRM, every employee is considered as an individual that is why they should all get
proper services, trainings, and programmes that will facilitate them in their satisfaction and growth.

Importance of individually-oriented

To Individual – The HR that is individually oriented will help employees to concentrate on their own
work/task. It can help them focus on improving their work processes to become more efficient and to
have more opportunity in collaborating with people whom they can share their ideas with.

To company- A well-managed individual indicates that a company is individually oriented. This means
that growth and productivity can happen within the company.

Examples:

1. Employee Training- A planned set of activities for imparting knowledge to employees

2. Workshops & Seminars- Workshops are professional gatherings where this knowledge, skills
and information can be distributed. While in seminars, the format is more like a lecture or
classroom-style discussions to impart knowledge to listeners.
3. On-the-job Training- A form of training that provide employees with the opportunity team and
develop their potential skills while on the workplace.

Group 4 “it is employee-oriented”

Employee-oriented- is on a mission to develop valuable relationships with your employees, which
empower teams and foster a more productive work environment.

Examples:

-Creating an environment where employees collaborate rather than compete

-Trusting employees to do a great job

-Keeping employees informed of the state of the business

-Rewarding employees who do a great job

Importance of employee-oriented

-Team members feel that they and their contributions are valued.

-Employees are more likely to feel motivated and energized.

-They are more likely to be open about difficulties they may be facing

-It invites creativity, innovation, and fresh thinking

Group 5 “It is forward-looking”
Forward-looking

- Predictions about future business conditions most commonly in the context of public corporations.

- Companies are shifting from a focus on individual employee to be more holistic approach for healthy
organization.

- Understands how the work of public servants is changing, and knows how to transform its workforce,
to get the work done

How to ensure a Forward-Looking Service:

1. Improving workforce data

2. Determining future workforce need
3. Identifying and addressing current workforce gaps
4. Planning for uncertainty

Importance of Forward-looking

Evaluating the number of manpower and composition of resources

-Assurance of the Manager

-Selection of qualified employees

Examples:

Scenario 1

Identifying potential threats in the organization to ensure that you are prepared for the challenges that
may arise in order to protect your organization

Scenario 2

An organization, they are experiencing little inconveniences but the HR consultant didn’t mind and
chooses to procrastinate instead of working and figuring out a faster solution to prevent what little
obstacle may affect their organization in the future.

Conclusion

-Forward-looking in Human Resource Management is a new and rapidly growing field.

-A forward-looking HR management system allows companies to identify and address emerging trends
in the workforce.

- People are more likely to be successful if they have a forward-looking orientation when it comes to
their human resources.

-It is apparent that human resource management is a rapidly increasing discipline.

Group 6 “It is Growth-oriented”
Growth-oriented- Used to describe companies that intend to get bigger.

ROLE OF HRM

- The role of HRM, practices are to manage the people within a workplace to achieve the
organization’s mission and reinforce the culture.

WHY IS IT GROWTH-ORIENTED?

- Human Resource Management is a growth oriented system because it has to, Human Resource
Management is very significant to an organizations’ success and the effect of HRM has to
improve constantly to be more efficient and effective.

IT IS GROWTH-ORIENTED

- For an organization’s HRM is to yield success, it should constantly enhance the conceptual and
analytical skills of its employees.

DOES HRM GROWTH-ORIENTED

- It is commonly known that human resource management is important for any business that
needs to employ people. It directly refers to people, staff or employees, & employees are one of
the biggest assets that a business must have. Without the right people doing the right thing at
the right time, business growth will be hard to achieve.

HOW HR CAN CONTRIBUTE TO THE GROWTH OF THE ORGANIZATION?

- In order to create an environment that encourages career growth, HR is essential.

- The greatest way to achieve this is by giving people the knowledge and tools they need to
upgrade their skills.

To sum it all up … HRM aims to achieve certain objectives at the level of society, organization,
organizational function, and personal. HRM sees for an organization’s overall growth. It is Growth
Oriented because it ensures that while fulfilling organizational goals the employee’s goals are also
accomplished.